The ability to tap into the global labor market will make the company more competitive by being able to offer competitive prices on products due to lower overhead cost associated with the offset in the labor cost. Attracting employees to join the company is the better option unless there is a management position that requires exceptional talent to fill the position. Relocation of prospective employees can be costly to the company and there is no guarantee that they will be long term employees of the company. With the company's plans for expansion I would recommend overstaffing. This will allow the company to stock pile talent for future
It does so, by showing that the higher the employee's self-esteem the more profit is made for the company which can also show that employees are more productive. 3. Are there other possible explanations for the data in Figure 1 that would not necessarily support the idea that employees’ self-esteem affects companies’ profits? If so, explain what they are. Provide three alternative explanations.
Which of the following employee characteristics have the greatest impact on employee behavior: general attitudes, job satisfaction, emotions and moods, personality, values, or perception? Provide a rationale for your choice. Week 1 Question 1 I believe that each of the employees characteristics have impacts on the employee behavior. I also think that the job satisfaction is the most important of all because dissatisfied employees has lower work performance standards, also this can have an effect on the other employees within the work environment. The more an employee enjoys his or her line of business the more effort he or she will show within great work performance.
Week One During the first week of our studies, the team members learned multiple facets of organizational communication. The team learned different theories concerning personalities and employee interactions. The equity theory is an important factor to determine the reaction of individuals for different situations such as pay, promotions, and tenure. The team learned that matching individual’s personalities with jobs could be a challenging endeavor and personality tests could indicate the individual may not have the proper personality for his or her current job position. We learned that management members might consider not using tests to determine individual’s personalities, because sometimes only judgments on the individual’s abilities indicate stronger personality traits then personality tests.
It is the unique and proprietary way you attract, retain and motivate employees through both monetary and nonmonetary return provided to employees in exchange for their time, talents, efforts and results. (Apr 2006). What are some of the other ways that an employer can reduce turnover all the while increasing employee satisfaction? The model described by World at Work (Apr 2006) fosters ideas that companies can use to align organizational and individual goals toward business success. For example: Money is not everything Vision and
The inspirations of workers can a large problem for managers in business. To maintain a level of performance in every department including production, this problem can sometimes take away from the inspiration of employee problem. Workers do not only require one type of motivation but various
Motivating staff is no easy task for managers. To produce a high level of performance and productivity, managers are obligated to focus their attention on motivating their employees. Every employee is motivated in a different way. This paper discusses
Trade-off in this case is the cross-training cost. Every employee has to be trained to perform various tasks. Using broad task assignment may lower the quality of the products and company is losing specialist workers. In making decision which forms of task assignment to adapt, Bagby Copy Company has to consider the incentive issues. In specialized task assignment employees’ evaluation and reward is done based on how hard is he or she working.
1) When should employers reassess the assessment methods they use in hiring? Assessment methods should be reevaluated if organizations desired goals and expected outcomes of hires are not achieved. Business and staffing strategies will differ and may require multiple methods of assessing to accomplish staffing objectives. Methods provide effective and/or efficient means to identify applicants/candidates ability to be a successful hire. Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully.
Employee Motivation Theory Often times companies that struggle with the relationship between the employees and the goals of the organization; sometimes the moral of its employee is thread that sets the relationship apart. Managers have made several failed attempts to establish that relationship with the employee to knit them together with the goals of the organization. Therefore, the company level of accomplishments is diminished. A good manager has learned good people skills, and often times he/she is able to motivate their employees to increase their output. It is important to be able to penetrate any barriers that the employee may have as a defense mechanism.